Conflict is part of life and part of leadership. In public health, where collaboration, resilience, and emotional labour are daily demands, knowing how to navigate conflict is essential.
Too often, conflict is seen as something to fear or avoid. It drains energy, disrupts relationships, and stalls progress. For women, especially, social norms around “niceness” and “keeping the peace” can discourage us from speaking up or standing our ground. The result? Silenced voices, unspoken truths, and untapped potential.
But what if conflict didn’t have to be divisive?
What if it could be a catalyst for growth, stronger relationships, and deeper leadership?
At WomenLift Health, we believe that when women leaders are equipped to face conflict with confidence and clarity, it becomes a source of strength. Constructive conflict can spark honest dialogue, inspire collaboration, and create cultures of mutual respect. Destructive conflict does the opposite – fuelled by avoidance, assumptions, or aggression, it erodes trust and teamwork.
Understanding the difference and learning how to shift toward constructive approaches is a critical leadership skill.
To support mid-career women navigating these challenges, WomenLift Health, Southern Africa is hosting a PowerUp: Conflict Dynamics – Building Better Relationships on 21 May 2025, 17h30–19h30 CAT. This interactive virtual workshop will offer practical tools and insights to help women leaders in public health harness conflict as a force for connection and not division.
Ahead of this PowerUp, we spoke with Zed Xaba, our Southern Africa Facilitator, to explore what makes conflict constructive and why this conversation is important for women leaders today.
Q: Why should we focus on conflict dynamics in the workplace?
Because conflict is inevitable. The key is learning how to manage it in ways that unlock the benefits – like clarity, innovation, and better team outcomes.
Q: How do social norms shape how women handle conflict?
We’re often taught that it’s “unladylike” to be assertive or we swing the other way and mimic aggressive styles to prove we belong in leadership. Neither lets us lead authentically. And both can damage relationships or silence our needs.
Q: Our last PowerUp focused on battling imposter syndrome, Do you think there’s a link between conflict dynamics and imposter syndrome?
Absolutely. When women experience imposter syndrome, they often doubt their legitimacy in leadership spaces. That self-doubt can make it harder to engage in conflict confidently, whether it’s voicing a concern, challenging an idea, or asserting a boundary. Instead of seeing conflict as a healthy part of leadership, it can feel like a threat to our already fragile sense of belonging. Building skills in constructive conflict can actually help chip away at imposter feelings, because it affirms our right to take up space, have a voice, and lead with authenticity.
Q: Can conflict help us grow?
Absolutely. When we approach it constructively, we learn to understand others, manage our triggers, and build emotional intelligence. Conflict, when handled well, heals and strengthens – not just individuals, but entire teams.
Q: What turns conflict into a constructive force?
Focusing on solving the issue, not attacking the person. Expressing our needs clearly, while also listening deeply. That’s where real connection happens.
Q: And what makes it destructive?
When we avoid the conflict.
Q: What can participants expect at the PowerUp?
A transformative journey. We’ll reflect on how we currently deal with conflict, identify our “hot buttons,” and learn behaviours, both verbal and non-verbal that support constructive outcomes.
Join Us!
21 May 2025 | 17h30–19h30 CAT
Let’s reframe conflict—not as a roadblock, but as a bridge to stronger relationships, authentic leadership, and a more inclusive, resilient public health workforce.
REGISTER TODAY: https://bit.ly/SAPowerUp_ConflictDynamics
